Leave of Absence paperwork for COVID-19 situations

Are you guys creating all new paperwork for COVID situations or just using existing? I don't want to create or do more than I need to. I've created multiple reason codes. I don't understand the need for a new LP plan unless I am missing something. We have less than 500 employees so I was thinking we could manage with comments etc. Kronos and personnel actions. Am I not thinking large enough?

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Infor Lawson Human Resources Group - Discussion

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marty

Hi Carmen, it's our understanding that employees don't need to use the available 80 EPSL hours all at once, or even all for the same reason (can use 40 hours for self, and 40 hours for others). Since EPSL can be used intermittently, we need a way to track the available balance and want an allotment plan to do it. We will manage the reason for the leave through pay codes (100% pay or 67% pay). Thanks to Jane D. for coming to my rescue yesterday.

As for paperwork for the EPSL, our benefits manager says that we're using an attestation letter ok'd by our employment law team, that captures the reason for the leave (saw physician, daycare closed, etc.). If someone happens to have a doctor's note or something in an email/letter about school or daycare closures, we'll accept that. In Minnesota though, all of our schools are closed, so a letter is unnecessary if someone needs to use the 80 hours for that reason; they can attest to having school aged children. Our FML paperwork doesn't account for the new closure rule, so we're using attestation for that too, but if this goes on for an extended period we may modify it. Legal says the attestation is ok for now.

d-wilcox

So does the 80 hours need to be loaded up front?

Attachment_4329.zip

marty

I think you can handle it however it easiest for you. We are going to allot all of our full time employees the 80 hours, and handle the part time people differently since we don't have that many. We have 5 EINs that are under 500 employees and tracking outside of an LP bucket would be difficult for our benefits/payroll groups. It's going to be a business decision that your team(s) make regarding what will work best for you. Don't forget too that any pay from EPSL has company tax credits associated, so there may be reporting requirements that come about too. I'm not so much in that as our Controller is handling that piece, but she has made it very clear how she wants us to track the pay.

d-wilcox

Do you mind sending your set up for the plan(s)?

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